SALES FORCE MANAGEMENT PROJECT NESTLE: EVALUATION OF TRAINING PROGRAM

SUBMITTED TO: PROF. Ehsan Elahi Shahid

SUBMITTED BY: GROUP: LION HEART SHERDIL MAHMOOD 06 GULRAIZ ALI HASHMI 35 NADIA HASSAN HASHMI 40 MUBASHAR WAKEEL 46 SAHAR KHAN 65
MBA (3RD SEMESTER, 2010 2012), IBA University of Punjab

PRESENTATION OVERVIEW

GULRAIZ ALI MUBASHAR SHERDIL NADIA FAISAL MAHMOOD WAKEEL HASHMI

NESTLE VARIOUS TYPES I) SALES WORLDWIDE CAREER OF TRAINING TRAINING AND DEVELOPMENT MANAGEMENT PROGRAMS AT DEVELOPMENT PROGRAM NESTL OVERVIEW

CULTURE AT NESTL AND HUMAN JOINING NESTLE RESOURCES POLICY MANAGEMENT TRAINEE EMPLOYMENT AT PROGRAM TRAINING PROGRAMS NESTLE AT NESTL EMPLOYEE NUTRITION II) TRAINING OPERATIONS KNOWLEDGE LITERACY TRAINING TRANSFER MANAGEMENT NESTL INTERNSHIPS TRAINING

EMPLOYEE VIEWS
A SHARED LOCAL TRAINING WORK/LIFE RESPONSIBILITY INTERNATIONAL BALANCE TRAINING

PROGRAM APPRENTICESHIP THE NESTL HUMAN RESPONDING TO PROGRAM RESOURCE POLICY

LISTENING AND

GULRAIZ ALI HASHMI 35

NESTL OVERVIEW Worlds Leading Food Company Nestls Principal Assets

CULTURE AT NESTL AND HUMAN RESOURCE POLICY Nestl culture unifies people on all continents. The most important parts of Nestls business strategy and culture are the development of human capacity in each country where they operate.

Learning is an integral part of Nestls culture. People development is the driving force of the policy.

TRAINING PROGRAMS AT NESTL

The willingness to learn is therefore an essential condition to be employed by Nestl. First and foremost, training is done on-the-job. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress in his/her position. Formal training programs are generally purpose-oriented and designed to improve relevant skills and competencies.

LITERACY TRAINING
Most of Nestls people development programs assume a good basic education on the part of employees. However, in a number of countries, they have decided to offer employees the opportunity to upgrade their essential literacy skills. These programs are especially important as they introduce increasingly sophisticated production techniques into each country where they operate.

NESTL APPRENTICESHIP PROGRAM

Apprenticeship programs have been an essential part of Nestl training where the young trainees spent three days a week at work and two at school.

LOCAL TRAINING
Two-thirds of all Nestl employees work in factories, most of which organize continuous training to meet their specific needs. In addition, a number of Nestl operating companies run their own residential training centres. The result is that local training is the largest component of Nestls people development activities worldwide and a substantial majority of the companys 240000 employees receive training every year. Nestl Pakistan runs 12-month programs for management trainees in sales and marketing, finance and human resources, as well as in milk collection and agricultural services. These involve periods of fieldwork, not only to develop a broad range of skills but also to introduce new employees to the organization and its systems.

INTERNATIONAL TRAINING
Nestls success in growing local companies in each country has been highly influenced by the functioning of its international Training Centre, located near their companys corporate headquarters in Switzerland. The programs can be broadly divided into two groups:
Management Courses
o The participants have typically been with the company for four to five years. The intention is to develop a real appreciation of Nestl values and business approaches.

Executive Courses
o These classes often contain people who have attended a management course five to ten years earlier. The focus is on developing the ability to represent Nestl externally and to work with outsiders.
.

NADIA FAISAL - 40

EVALUATION OF TRAINING
MANAGEMENT TRAINEE PROGRAM
The management trainee program is a place for young, bright and hard-working graduates. At Nestl fresh graduates are hired as potential managers to develop new competencies and skills through onthe-job development. They are hired in one of various departments at inductee level on a 12-month training program.

EMPLOYEE NUTRITION TRAINING

Building a continuous nutrition learning culture within Nestl is a key element in their journey to become a nutrition, health and wellness company, to provide profitable growth in the future. To support this objective, they have developed the NQ (Nutritional Quotient) training program for employees, based on the principle that nutrition is everybodys business at Nestl, irrespective of the area in which employees work.
.

CONTD
A MODULAR PROGRAM
NQ training comprises engaging modules suitable for all employees, from the Executive Board to plant operators, and leverages the nutrition expertise of Nestl scientists and health marketing specialists. These are tailored to specific needs:
o FOUNDATION MODULE o ADVANCED MODULE o SPECIALIST MODULES

A COMPLETE TOOLKIT
The NQ program toolkit comprises a suite of materials for trainers, including training manuals and slide sets

ONGOING DEVELOPMENT
.

CONTD
INTERNSHIPS
Internships are a great way to apply the knowledge and skills one develop at university and get experience in a leading corporation. Nestl Pakistan offer project-based internship positions in various departments. If the internee impresses them with his/her talent & hard work, he/she may be considered for employment opportunities after they have completed their studies.

THE NESTL HUMAN RESOURCE POLICY

This policy encompasses those guidelines which constitute a sound basis for efficient and effective HR Management in the Nestl Group around the world. Therefore its implementation will be inspired by sound judgment, compliance with local market laws and common sense, taking into accounts the specific context. Its spirit should be respected under all circumstances. The Nestl Management and Leadership Principles include the guidelines inspiring all the Nestl employees in their action and in their dealings with others. The Corporate Business Principles refer to all the basic principles which Nestl endorses and subscribes to on a worldwide basis.
.

MUBASHAR WAKEEL 46

CAREER MANAGEMENT
JOINING NESTLE
Primary Responsibility: The long-term success of the Company depends on its capacity to attract, retain and develop employees able to ensure its growth on a continuing basis. Quality Culture Contacts with universities, attendance at recruitment events and other contacts are to be undertaken so as to ensure good visibility of the Company vis--vis relevant Recruitment sourcing. No consideration is given to a candidates origin, nationality, religion, race, gender or age. Hire the right person as it is to integrate newcomers in the organization so that their skills and behaviour can merge smoothly with the Company culture.
.

CAREER MANAGEMENT
EMPLOYMENT AT NESTLE
To respect a series of principles and international conventions concerning employees rights. Affordable standards of safety, hygiene and security. No Discrimination Feedback

CAREER MANAGEMENT
KNOWLEDGE TRANSFER
Knowledge Transfer is about making the very best out of our huge intellectual assets and resources and ensuring that this information is shared with our partners and within our communities. The most recent example of this is the participation of Nestl in donating funds for the drilling of deep wells and the installation of 22 community water supplies to provide clean and safe water for some 40,000 people. The project is under the umbrella of the International Federations Global Water and Sanitation Initiative (GWSI) launched in 2005, which has set a framework for scalingup action and partnership to contribute to the UN Millennium Development Goals
.

CAREER MANAGEMENT
LISTENING AND RESPONDING TO EMPLOYEE VIEWS
Nestle globally conducted an independent survey, which provided constructive feedback from employees on a range of topics. Nestle responded firstly by running structured workshops to help translate opinions into action. Various initiatives they are implemented as a result. These range from new opportunities to meet and share ("mystery lunches" and monthly departmental meetings) to improved information sources (intranet and publications library).
.

CAREER MANAGEMENT
WORK/LIFE BALANCE
Employees private and professional life have a good balance. Nestl is willing to support employees who wish to take an active part in the life of the community Nestl provides flexible working conditions whenever possible and provides its employees to have interests and motivations outside work.

SHERDIL MAHMOOD 06

SALES DEVELOPMENT PROGRAM

BRINNG OUT THE VERY BEST
The Nestle Sales Development Training Program provides with the experience and knowledge necessary to help one become a leader in the worlds largest food company. The ideal candidate should possess an orientation for results, a strong work ethic, creativity, confidence and a passion for continuous improvement and excellence.

LEARNING OBJECTIVES
NSDP is designed to accelerate the development and promotion of highly qualified sales professionals within the organization. Learning objectives have been developed for the various areas of training program and contain a challenging mix of assignments and projects intended to provide key industry, organization and product knowledge.
.

CONTD
THE ESSENTIALS
The role of Retail Sales Representative and be given own sales territory to manage. After approximately 18 to 24 months, the opportunity to progress into the following challenging positions Business Analyst, Customer Development Account Manager and Retail Sales Manager.

COACHING FEEDBACK

AND

PERSONAL

Each NSDP professional is assigned a Training Manager who will oversee initial sales training activities. In addition, he will be assigned a mentor with whom he will keep in close contact throughout his time program.
.

CONTD
STRATEGIC OVERVIEW
The training plan begins with an 8Week Initial Sales Training Program that will expose trainees to the foundation of their business product categories, divisions, store call procedures, in-store activities and various selling skills and approaches. This training is a blended learning approach utilizing e-learning tools to enhance the on-the-job training they will receive from Trainer and Retail Sales Manager.
.

OPERATIONS MANAGEMENT TRAINING PROGRAM

PROGRAM OVERVIEW
The Nestle Operations Management Training (OMT) Program provides the opportunity for selected college students to gain real world experience and an understanding of the role of Operations. Each rotation is unique and support a specific area within Nestle Operations: Engineering, Packaging, Quality, Management, Production, Human Resources, Finance and Maintenance

PRIMARY RESPONSIBILITIES
Each OMT is expected to take initiative and responsibility for his/her success.

CONTD
CANDIDATE PROFILE
Are graduating with an undergraduate degree in the areas of Engineering, agriculture or Business. GPA of 3.0 or higher is preferred. Have strong communication, analytical, organizational and interpersonal skills. Are self-starters who are results-oriented, innovative and intellectually curious and exhibit initiative and leadership potential.

SUPERVISED, YET SELF-DIRECTED

Nestle believe OMT will gain the most from the experience by working with supervisors who are accountable for their rotation experience.

HIGH IMPACT PROJECTS

Projects have measurable goals and objectives. These challenging, highly valued, projects are showcased at an end-ofrotation presentation to the Management Team.

PERFORMANCE FEEDBACK AND MENTORSHIP

.

THANK YOU!